UNIVERSITY OF MANAGEMENT & TECHNOLOGYFaculty of Management

Course Title Human Resource ManagementCourse Code MG-540 Section EProgram MBA Exe Semester Fall-2013Credit Hours 03 Duration 15 Weeks + Final Exam

Pre requisites: Dynamics of Management

Resource Person

Contact number: e-mail

Online Group Moodle Human Resource Management (MG540)-Exe & Eve MBA-Section G & E-Spring 2013-Aly Raza Syed

BRIEF COURSE DESCRIPTION:-All organizations comprise of human beings and everyone working in an organization is either managing or being managed. We are all affected by good or bad management practices and we therefore learn to organize and influence the quality of work activities that affects organizational objectives.

Human Resource Management encompasses those activities designed to provide for and coordinate the HUMAN RESOURCES of an organization. The human resource (HR) of an organization represents one of its largest investments. Many organizations use the phrase, “Our People are our Most Important Assets” or something close to it, to acknowledge the important role that employees play in an organizational success. These organizations also recognize that all managers must engage in Human Resource Management activities, even in large organizations that have a specialized HRM department. These managers’ interview job candidates, orient new employees, evaluate work performance, train, coach and mentor their employees.

COURSE AIMS:- To provide basic and relevant knowledge about HRM in organizations. To increase the students understanding of the tools, techniques, procedures and

programs used for managing human resources. To illustrate that managers in an organization uses principles, ideas, approaches and

techniques from many different disciplines to make the best possible decision for employees.

To improve the students’ awareness that single perfect answer to organizational problems does not exist. Thus an approach that considers the interaction of environment, the people and the situation is more meaningful in studying the subject.

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LEARNING OUTCOMES:- The purpose of this course is to help students acquire the specific knowledge, skills,

and abilities associated with human resource management so they are actually prepared to perform the essential functions that human resource professionals are expected to perform. After completing this course students will be able to: Diagnose organizational HR problems using both quantitative and qualitative

data and use these data to improve HR effectiveness. Develop a human resource plan & design a valid recruitment & selection system. Develop and implement a performance evaluation system. Assess training needs, design a training program, and evaluate it. Design/ implement a compensation system that is equitable, legal & motivating.

STRUCTURE: With above objectives in mind, this course is structured so as to emphasize

continuous assessment, high interaction and participation. The sessions include lecture component, supported with a case analysis, activity work and articles. To encourage debate, cross-team discussions and sharing conclusions with the entire class will be a key focus of this course.

It is therefore important for you to prepare for classes by reading the topics, handouts, articles & cases provided before class, and participate in the classroom.

LEARNING METHODOLOGY The teaching of the course will be via a series of lectures. This will be complemented

by the use of textbook and an extensive range of web resources plus handouts/articles, case studies, applicative templates and video clips.

Participants should expect 5-6 class activities during the semester. 3-4 case studies, 3-4 Assignments. These activities will be complemented with discussions and case study analysis to cover the practical aspect of the contentment.

SUBMISSIONS: All submissions are due at the start of each class, in accordance to the format

uploaded on the online group. Late submissions will result in excessive penalizations. All submissions have to be turned in physically and not via emails.

PERSONAL ETHICS It is expected that both the stakeholders (teacher and participants) will adhere to

decorum of professional and ethical conduct. Cheating, plagiarism (submitting the language, ideas, thought or work of another as one’s own) or otherwise, indulging in un-fair means to obtain a grade under false pretences will result in severe disciplinary action which may even lead to removal from the course.

Appropriate referencing is mandatory for all secondary data and website information, giving both footnotes and endnotes for all deliverables.

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GROUP/TEAMS: (Tentative: Subject to class strength) Groups of three (03) members/group will be formulated amongst the

participants. All participants will work in their respective groups throughout the semester. Many deliverables are group based; therefore, it is recommended that participants select groups with serious considerations.

All group members are expected to put in equal efforts. If a group feels that a particular member of the group is not participating equally, the remaining members should bring this to the knowledge of the resource person immediately. Failure to identify “free riders” in a group will affect overall group performance.

IMPORTANT: In case of any confusion, ambiguity, conflict, or clarification, either meet me in person during counseling hours or by appointment or immediately email me on aly.raza@umt.edu.pk

RECOMMENDED TEXT:- Human Resource Management by Gary Dessler and Biju Varkkey, 12 th

Edition. Prentice Hall, Pearson publication. ISBN: 978-81-317-5426-9

SUPPLEMENTARY TEXT: The primary source of reference for supplementary material will be the

http://moodle.umt.edu.pk Human Resource Management by Noe, Hollenbeck, Gerhart, Wright.

McGraw Hill. Human Resource Management - 8th edition, David A. DeCenzo & Stephen P.

Robbins (John Wiley & Sons)

WEB LINKS:SHRM: http://humanresourcemanagementsystem.netExplorehr.org http://www.explorehr.org HRM Today: http://www.hrmtoday.com/Harvard Business Review http://hbr.org/magazineEmerald http://www.emeraldinsight.com/

COUNSELLING HOURS: (Tentative:-Subject to finalization of the time table)Monday Tuesday Wednesday Thursday Friday

By Appointment4:00-p.m

To6:15-p.m.

5:30 p.m.To

6.00 p.m.

4:00 p.m.To

6:15 p.m.

5:30 p.m.To

8:30 p.m.

Counseling hours are subject to change. Any change incorporated will be communicated to all participants.

CONTACT:e-mail address: aly.raza@umt.edu.pk Contact number: 042-35212809 (Ext: 367)

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GRADING & ASSESSMENT*:COMPONENT WEIGHT DESCRIPTION

MID-TERM 15%Will constitute of the topics covered up till the 7 th Session. The Exam will have an objective portion (MCQ’s & T/F) and a subjective part comprising of detailed implied, scenario based or case based questions and one portion covering short answers.

FINAL EXAM 25% Final exam constitutes topics covered post mid-term exam & 2 topics from the pre-mid-term portion. It will also comprise of case study, application template & objective part (MCQ’s & T/F).

CLASS PARTICIPATION

10%Positive, healthy and constructive class participation will be monitored for each class. Proactively and vocally participating in the discussions and the way in which concepts are carried forward will constitute to good class participation. Quality rather than quantity will be graded.

FINAL PROJECT

15%A final project regarding HRM practices in a REAL company will be completed and submitted in session 14(All groups). This project is based on organizational analysis, where you will look in details at all HR components i.e. Recruiting, Training, Appraisals, JD, JA, Benefits, Ethics etc. Grading: The project report 5%, Presentation 3%, Individual Q&A 8% of your project.

ASSIGNMENTS 10%Assignments relating to the outcomes of the topics covered will be turned in periodically. GRADING: 15 Marks/assignment. [Distribution: Assignment structure (02), Content and analysis (08), Conclusion and value addition (02) Use of English and formatting (02), referencing (01)]

QUIZZES (n-1) 10%Regular announced quizzes will be given to assess the outcomes at regular intervals. Quizzes can comprise of short questions, small scenario based questions, MCQ, T/F/Why type questions or explanation of frameworks or models discussed. Quizzes comprise 10% of your grade, but this does not mean that each quiz will be of 10 marks.

CLASS ACTIVITIES 05% Class activities include: The Strategic Human Resource web site, HR templates, Simulations,

Interview techniques, and game play. Grading based on participation, analysis & solutions.

CASE ANALYSIS

10%

The Each case will be for 20 Marks. The case analysis will be divided into two main components. WAC (10): Written Analysis of Case will be turned in by each group. WAC will comprise of case introduction, situational analysis, problem or opportunity identification, Answers to case questions and recommendation. The second component of Case Analysis will comprise of In class case discussion (10) and will be awarded to participants individually. This component will cover the discussion on the entire case study and will consist of the case position each participant takes based on his or her quantitative or qualitative data/factual analysis and how much cross link their arguments are to the concepts studied in the class.

Total 100%* Grading and assessments are subject to change (if required) with consent of participates and prior notice.

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Human Resource ManagementCalendar Activities-Semester Spring 2012

COURSE SCHEDULE**

SESSIONS TOPICS EXPECTED LEARNING OUTCOMESTEACHING METHODS

ASSESSMENT CRITERIA

DUE DEADLINES

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Introduction The HRM CourseCourse outline Ice Breaking

Introduction to Moodle Testing the Waters Video

Activity on HRM

None None

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Chapter 1: Introduction to Human Resource Management

Understand the Manager’s Human Resource Management Line and Staff role as well as strategic importance to the organization in helping to plan and gain competitive advantage.

Lecture Scenario

DiscussionHand Out

Assignment 1Case1

CPTemplate

Quiz 1

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Chapter 3: Strategic HRM System

Comprehend the strategic management process.Determine the use of a strategy oriented HR system with reference to high performance work systemIntroduction to Strategic Human Resource Net

VideoLecture Case

Assignment 1Mid

Group Assessment

Quiz 1/ WAC 1

Assignment 1

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Chapter 4: Job Analysis

Identify the advantages and disadvantages of different job information collection techniques (focusing on qualitative & quantitative techniques). Construct job descriptions. To understand how big portals like O*Net were formed and why it is widely used to get a wider picture about different jobs.

LectureDiscussion

Online Class

Activity

Assignment 1Mid

Case 1ActivityQuiz 2

Quiz 1Class Activity 1

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Chapter 5: Personnel Planning and Recruiting

Implement the techniques (trend analysis, ratio analysis, scatter plot, & computer software’s) involved in employment planning and forecasting, Configure the internal and external sources of candidates and comprehend the process of recruiting and developing the candidate’s pool.

LectureGroup

Simulation

Assignment 2Mid

Final ProjectCase 2Quiz 2

WAC 1

5

SESSIONS TOPICS EXPECTED LEARNING OUTCOMESTEACHING METHODS

ASSESSMENT CRITERIA

DUE DEADLINES

6

Chapter 6: Employee Testing and SelectionProject outline review

Comprehend the importance of reliability and validity to extract relevant and competitive human resource out of the pool of candidates. Evaluate the types of tests keeping in view the traits that are required and to be tested. Identify the importance of background checks in order to avoid negligent hiring.

LectureGroup DiscussionReal life Examples

Assignment 2Mid

Final ProjectHRM.Net

Quiz 3

Quiz 2Class

Activity2

7 MID-TERM

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Chapter 7: Interviewing Candidates

To comprehend HR manager’s role for setting guidelines for interviews w.r.t .the nature of job. Comprehend the types of interviews that generate valid results e.g. structured situational and structured behavioral interview, conducting the interview. Differentiate the forms of interview i.e. individual, sequential or panel. Highlighting advantages & disadvantages of each type.

LectureSimulation

video

MidCase2

Analysis Template

Quiz 3Final Project

WAC 2

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Chapter 8: Training and Developing Employees

Formulate an understanding of training and differentiating it with the education and development process. To learn how to identify the performance gaps(TNA) that can be fixed with training. Conceptualize the managerial training process

LectureHandoutReal life

Examples

Case 3Final Project

End TermHRM.Net

Quiz 4

Class Activity3 Assignment 2

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Chapter 9: Performance Management and Appraisal

Extract the importance of HR’s appraisal process. Address how to develop, evaluate and administer the performance appraisal tools. To extract the pros and cons of different appraisal methods and use of different raters for appraisal.

LectureTemplate

Video

Case 3End Term

Final ProjectQuiz 4

Quiz 3

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Chapter 11: Establishing Strategic Pay Plans

Differentiating between Direct and Indirect Financial Payments. Establishing equitable in pay rates. Devising different Job evaluating methods. Selecting methods of compensating professional employees based on competency based pay methods.

LectureDiscussion

VideoHandout

Case3Activity

HRM.NetAssignment 3

Quiz 5

WAC3

6

SESSIONS TOPICS EXPECTED LEARNING OUTCOMESTEACHING METHODS

ASSESSMENT CRITERIA

DUE DEADLINES

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Chapter 12: Organizational Reward System (Rewards & Pay Plans)

Comprehend the main incentives for individual employees. Evaluate the pros and cons of incentives for salespeople. Differentiate organization wide variable pay plans. Describe the main incentives for managers and executives. Comprehend the difference between incentive and recognition plans. Outline the steps in developing effective incentives plans for managers and executives.

LectureArticle

Real life Examples

End TermFinal Project

Class Discussion

Assignment 3Quiz 5

Quiz 4Rough project

drafts due

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Chapter 17: Managing Global Human Resources

Identify the challenges of International business. Comprehend with examples how inter country differences affect HRM. Identify the main methods for staffing global organizations. Be able to extract important issues of training, appraising and compensation international employees.

LectureCase

Real life examples

Video

Case 3End Term

Final ProjectAssignment 3

14PROJECT PRESENTATIONS

Final Presentation and/or Viva-Start Day 1All projects folders from ALL GROUPS due. All Groups

15 PROJECT PRESENTATIONS

Final Presentation and/or Viva-Day 2 Quiz 5

End Term Exam (As per date sheet)

**The course schedule may be subject to change (if required) giving prior notice to participants through Moodle.

Good Luck with the Course!!!

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